July 15, 2020

Managing and motivating your team is a crucial part of your job as a decision-maker of a successful studio. But before you can manage your team, you need to create it. Closing the interview age gap in the gaming industry is a hot topic that will positively impact the depth of your team. You can recruit the right talent through a specialized recruiting agency like ggLocators, but sooner or later, you will have to conduct interviews to fill your team.

Many people tend to forget how difficult the interview process can be for not only the candidate but also for the interviewer. Are you representing the company well? Are you asking the best questions that allow you to get the best sense of whether this person is the best hire?

Let’s add a layer of stress; is this candidate older than you with more experience? Or does this candidate have more specialized experience in a field that you may not be as well versed in but is a crucial part of your team?

Not sure how to approach this situation? Below are a few tips to take into consideration.

Age is Just a Number

You’re much better off acting as though you don’t even notice the age gap in the interview. Avoid increasing any awkwardness and gain the respect of your candidate. If the candidate happens to bring it up, make sure you politely inform them that age is not a factor in this interaction. – this avenue will also help you avoid any HR discrimination concerns that might arise from bringing up your candidate’s age in an interview.

Find Common Ground instead of a Battleground

Even if the candidate has 20 years on your experience in the industry, this is not a contest. Find common ground that you both can bond over. Maybe you both have love the same games or attended the same conference recently. The more common ground that you can find, the slimmer the margin for awkwardness becomes.

Focus on the Skills

You’re searching for the right fit for your company. Focus your questions around the skills that the candidate can bring to the table to improve your team. Will they be a good culture fit and provide additional skills to improve the desired result? Ask them pinpointed questions on things you might be struggling with – be careful not to vent about all the frustrations you might be having on a project – and take notes on their responses. This can give you a great idea of the candidate’s skill level, critical thinking skills, and how they would be to work with.

When it comes to interviewing candidates that are older or more experienced than you, there’s no need to feel intimidated. Let the candidate talk and express themselves by asking them valuable questions and letting them explain their opinions and ideas. Make the experience personal and show them why their skills would best be utilized on your team. We all have our own areas of expertise. Age and experience shouldn’t play a role in understanding if the candidate you’re interviewing will be beneficial to your company.

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